Change Management Tips, Quotes

Change is the only constant in the world. Since the world is
changing fast, it is crucial for organizations of different sizes to adjust to
the changing environment. In a business, change doesn’t happen immediately.
Rather, it occurs as a process. The organizations that adapt well to the
ongoing changes thrive better than those that do not.

Change management is a systematic approach followed by
businesses to deal with change. The purpose behind change management is to improve
the organization. A project manager examines, analyzes, and assesses the
proposed change and its impact on the project before actually going ahead with
its implementation. The prime goal of change management is to minimize
distractions, remove risks, and improve performance.

“The world hates change, yet it is the only thing that has
brought progress” – Charles Kettering

Change Management Quotes

1.Change is the law of life and those who look
only to the past or present are certain to miss the future – John F. Kennedy

2.Your success in life isn’t based on your ability
to simply change. It is based on your ability to change faster than your
competition, customers and business – Mark Sanborn

3.Change before you have to – Jack Welch

4.To fear change is to fear being challenged. To
fear being challenged is to fear growth and possibilities. –Ty Howard

5.It is not the strongest or the most intelligent
who will survive but those who can best manage change. – Charles Durham

6.To improve is to change; to be perfect is to
change often. – Winston Churchill

7.We cannot solve our problems with the same
thinking that we created them. – Albert Einstein

8.If you focus on results, you will never change.
If you focus on change, you will get results. – Jack Dixon

9.Progress is impossible without change &
those who cannot change their minds cannot change anything. – George Bernard
Shaw

10.Change is the process by which the future
invades our lives. – Alvin Toffler

Change Management
Tips

change management 2

"Change is hard because people overestimate the value
of what they have—and underestimate the value of what they may gain by giving
that up." – James Belasco

1.Don’t resist: Change is inevitable. Resisting or
refusing to accept change will not stop it from happening. Such a response is
not productive. So you must learn to accept it. The quicker you accept change,
the smoother it will be to transition.

2.Be aware of the ripple effect: One key element
in the change management process is to look out across the organization to see
how the change will affect people and processes. Ask for people’s input. Ensure
that you clearly understand the full impact of the transition before you go
ahead with the next step of implementing the change.

3.Be proactive: Clearly communicate the expected
change to everyone on your team. Anticipate how your team will react to the change.
By being proactive in your approach, you can plan your response to the expected
points of resistance from your team. What are their fears/ apprehensions?
Remember, the key reason for resistance is the fear of change. But once they get
settled into a routine, they will find it easier to work out things and the
adaption process will become smooth.

4.Ask yourself productive questions and take
control: Are there any questions with
regard to change? If yes, try to find answers to these questions. Do you need to make any schedule changes to
accommodate the change? How can you facilitate the transition? Ask yourself productive
questions so you have the answers ready when the change is initiated.

5.Involve others in the decision: When change is
imposed on people, they may find it hard to accept. But when employees are
involved in the process, they are less likely to exhibit aggressive resistance.
Letting them share their opinions will give them a feeling that they are being
heard and are part of the change initiative.

6.Convince employees that change is necessary:
Accepting change is difficult for everyone, and employees are no exception
either. In fact, employees find it harder to deal with change since they have
settled into routines. As change requires them to come out of their “comfort
zone,” they are most likely to question, “Is change necessary?” It is
critically important to convince them that change is indispensable and will
bring positive results. Try to demonstrate the advantages of the shift in strategy
through a presentation – something that will have a direct impact on them.

7.Stay true to the effects of change – Never
package a negative change as one that would bring positive results. State the
facts clearly, without playing with words or trying to portray a rosy picture
of things when the reality is different. Acknowledge that it is hard to accept
but the circumstances demand change. Always be available to answer questions.
It may help to have a projected growth plan handy to convince staff that efforts
are being made to get better results. This may give them a better hope for
future.

8.Delegate effectively: While employee involvement
is crucial part of the change management process, it is important that they are
assigned with tasks that would convince them to make their little contributions
toward the end goal. Sharing the burden with employees would make them more
responsible and encourage them to accept the transition. It would help greatly
to inspire your employees to think like entrepreneurs and share the burden and
responsibilities, making them feel integral to the success and growth of the
organization.

9.Follow through: Once the tasks have been
delegated, ensure that the expected changes are implemented. Follow through to ensure that the changes are
fully and properly implemented and not left unfinished. However, you may still
want to be little flexible to modify your strategies, if the need be.

10.Don’t get too comfortable: Familiarizing
yourself with change is essential, but that does not mean you should get so
comfortable that you start feeling that things will not change further. It
would be a grave mistake to think that the change will last forever.

Change Management
Software

1.Change management coach: The easy-to-use
change management application comes with an array of free tools and information
so you can become an effective leader of change. Learn the special skills
needed to make manage change easy, fun, and successful and take your enterprise
to the next level.

2.Kotter’s options for change: Learn how to
implement change powerfully and successfully with Kotter’s 8-step change model.
Create urgency, form a powerful coalition, create a vision of change,
communicate the change, remove obstacles, create short-term wins, build on the
change, and anchor the change are some of the key steps of the Kotter’s change
model.

3.Alison Diploma in Change Management: This
free online course is designed to help you learn the basics of managing changes
in documents, processes, and equipment for small and large business owners. You
will also get to learn about a range of tools and processes that facilitate
change implementation across an organization. The course will help you improve
your skills to adapt to change.

4.Lewin's Change Management Model: Understand
the three stages of change using the change management model designed by Lewin
and learn to manage different aspects of the process. This simple, easy-to-use model spells out the
three stages of change and helps you plan the implementation process.

5.Kurt Lewin Force Field Analysis change model: Implement changes quickly with the Kurt Lewin
Force Field Analysis, which helps you understand what will drive change in the
behavior of a specific group. The Force Field Analysis was designed to weigh
the forces that drive changes and affect changes in an organization.

6.Change
StakeHolder Analysis: It’s easy for users to track, control, and
implement change by first identifying, assessing, and managing the stakeholders
of change. The tool makes it easier for you to identify the stakeholders that
will be impacted by the change and who can stop or promote the change.

8.Change management tutorial series– Based on
the 2003 benchmarking study on the Best Practices in Change Management, this
tutorial series is all your need to learn how to manage change effectively, so
you ensure that change remains a priority and can contribute to success.

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